La OIT es una agencia especializada de las Naciones Unidas
ILO-es-strap
Volver a la página de entrada
Site map | Contact us English | français
> DIALOGUE - página de entrada > EPLex: una base de datos sobre la legislación de protección del empleo >
  1. Base de datos sobre la legislación de protección del empleo - EPLEX
  2. Browse database
    1. Navegación por país
  3. Navegación por tema
    1. Fuente + ámbito de aplicación
    2. Contratos de trabajo
    3. Requisitos de fondo
    4. Requisitos formales (desp. ind.)
    5. Requisitos formales (desp. col.)
    6. Indemnización por despido
    7. Recursos
  4. Búsqueda avanzada
    1. Fuente + ámbito de aplicación
    2. Contratos de trabajo
    3. Requisitos de fondo
    4. Requisitos formales (desp. ind.)
    5. Requisitos formales (desp. col.)
    6. Indemnización por despido
    7. Recursos
  5. Download EPLex data
    1. Descargar EPLex sobre una hoja de cálculo (sólo en inglés)

Argentina
 


Fuentes y ámbito de aplicación - 2011    

Referencias
  • Labor Contract Law [LCL], Law No. 20.744 promulgated by Decree 390/1976 of 13 may 1976, as last amended by Law No. 26590 of 4 May 2010, (Ley del Contrato de Trabajo - available only in Spanish)
    Fecha: 04 May 2010; ver la pagina web » (ver en NATLEX »)
  • National Employment Law [NEL], Law No. 24.013 of 5 December 1991, as last amended by Law No. 26598 of June 2010, Ley Nacional del Empleo - available only in Spanish)
    Fecha: 09 Jun 2010; ver la pagina web » (ver en NATLEX »)
  • Organization and Procedures of National labour Justice, Act No. 18.345, consolidated version approved by Decree 106/98 of 26 January 1998, last amended by Law No. 25.999 of 16 December 2004 and (Organización y Procedimiento de la Justicia Nacional del Trabajo, available only in Spanish)
    Fecha: 16 Dec 2004; ver la pagina web » (ver en NATLEX »)
  • Small and Medium Enterprises Law [SMEL], Law No. 24467 of 15 March 1995, as last amended by Law No. 26496 (B.O. 7/5/2009)(Pequeña y Mediana Empresa - Ley 24.467, available only in Spanish)
    Fecha: 15 Apr 2009; ver la pagina web »
Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas : funcionarios publicos ; trabajadores de la agricultura ; trabajadores domésticos
Remarks:
  • Art. 2 LCL (scope of application of the Law).

Tipos de contratos de trabajo - 2011    

+ show references

Duración maxima del periodo de prueba: 3 mes(es)

Remarks:
  • Art. 92bis LCL.

Contrato de duración determinada (CDD):
  • Razones de utilización legítima de CDD: sin restricción
    Remarks:
    • In Argentina, there is a legal preference for contracts of unspecified duration or "indeterminate contracts" (art. 90 LCL) and where doubt exists as to the terms and conditions governing a contract of employment, it will be presumed to be an indeterminate contract (art. 27 NEL).

      Fixed-term contracts or "determinate contracts" are employment contracts for specified periods of time where the contract duration is expressly written into the contract or contracts concluded for a specific task (art. 90 LCL).

      The Law does not stipulate limitations as to the reasons for concluding a contract for a specified period. However, the is a limitation in the maximum duration of the employment relationship (5 years, art. 93 LCL).
  • Número máximo de CDD consecutivos: sin limitación
    Remarks:
    • No limitation on the number of FTC, as long as the duration of the employment relationship does not exceed 5 years (art. 93 LCL).
  • Duración máxima acumulativa de CDD consecutivos: 5 año(s)
    Remarks:
    • Art. 93 LCL

Requisitos de fondo de despido (motivos permitidos y prohibidos) - 2011    

+ show references

Obligación de motivar el despido : Sí
Remarks:
  • When an employer decides to dismiss a worker for good cause, notice of the fact must be given in writing with a sufficiently clear indication of the grounds invoked for the termination of the contract. Where the other party challenges the termination, no changes on the grounds indicated in the notice are permitted (art. 243 LCL).


Motivos autorizados (despido justificado) : cualquiera justa causa
Remarks:
  • - Dismissal for "just cause": art. 242 LCL opts for an open definition of termination for ¿good cause,¿ without listing the conduct or acts that entails termination employment. Where a challenge to a dismissal arises, determination of ¿good cause¿ will be determined judicially.

    - Termination due to "force majeure" or on the grounds of a shortage or reduction of work that is duly proved to be beyond the employer¿s control (art. 247 LCL).

    - A worker¿s abandonment of his or her work may be regarded as constituting a failure to discharge his or her duties only if he or she is found to be absent after formal notice has been served on the worker instructing him or her to resume work within a period appropriate to the circumstances of the case (art. 244 LCL).


Motivos prohibidos : estado civil; embarazo ; raza; sexo; religión ; opinion política ; nacionalidad ; edad ; afiliación sindical y actividades sindicales
Remarks:
  • See: Art. 17 LCL: general prohibition of discrimination in employment; art. 178 (dismissal on the grounds of pregnancy); art: 181-182 (dismissal on the grounds of marriage).


Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores ; mujeres embarazadas o con licencia de maternidad ; trabajadores mayores/que están a punto de retirarse; trabajadores que desempeñan servicio militar/servicio alternativo ; trabajadores que ejercen cargo de elección o una función política
Remarks:
  • Argentine law provides special protection from employment termination to some specific classes of workers, including: women, trade union representatives and members, injured workers, workers on the verge of retirement, and those serving in the military.

    - A woman worker must notify her employer of her pregnancy and provide a medical certificate stating that her confinement will probably take place within the period indicated. She is to retain her employment during the period indicated and is entitled to the allowances granted by the social security schemes. She must also be guaranteed stability of employment, which will constitute an acquired right from the date on which she notifies her employer of the fact that she is pregnant (art. 177 LCL).
    It is presumed, in the absence of proof to the contrary, that dismissal of a female worker is carried out on the grounds of maternity or pregnancy if it took place within seven and a half months before or after confinement, if and when the woman has fulfilled her obligation to notify and prove, through certification, the fact that she is pregnant and, if applicable, the birth of the child. Under such circumstances, she should be paid compensation equivalent to one year's wages in addition to any other compensation required by law (arts. 177 and 182 LCL).

    - A worker belonging to a board of management or holding representative office in an occupational association with trade status, in bodies which require trade union representation, or holding political office in the Government, is entitled to automatic leave without pay, and the employer must keep his or her job open and reinstate him or her when he or she ceases to perform his or her duties. The worker is to enjoy security of employment throughout the term of office and for one year thereafter, unless there is good cause for dismissal (Act No. 23551 of 14 Apr. 1988 on trade unions, art. 48).

    - Trade union representatives in an enterprise may not be suspended, have their working conditions changed, or be dismissed throughout their terms of office and for one year thereafter, unless there is good cause for doing so. Security of employment for a trade union representative begins from the time of his or her candidature for a representative office in a trade union is submitted, and he or she may not be dismissed or suspended without good cause, nor may his or her conditions of work be modified for a period of six months (Act No. 23551, arts. 48 and 50).

    - Where, on expiry of the periods for which work may be interrupted on account of a bona fide accident or illness, a worker is unable to return to work, the employer should keep his or her post open for one year, counting from the expiry of such periods (art. 211 LCL).

    - Where a worker fulfils the qualifying conditions for retirement pensions and begins the necessary formalities, the employer must maintain the employment relationship until the appropriate fund grants the benefit, for a maximum of one year (art. 252 LCL).

    - An employer must keep a worker's post open if the latter is obliged to perform compulsory military service because of an ordinary call-up, mobilization or special call-up, and must continue to do so from the date of the call-up and until 30 days after the completion of the service (art. 214 LCL).


Requisitos de forma / procedimiento de despido individual - 2011    

+ show references

Forma de la notificación del despido al trabajador : escrita

Remarks:
  • Art. 235 LCL.

Plazo de preaviso :
Remarks:
  • Art. 231 LCL: Statutory notice period:
    - 15 days notice to employees on probation period (up to three months of service)
    - 1 months for those employees with more than three months and less than five years of service
    - 2 months for those employees with over five years of service.

    Please note, however, that these rules do not apply to small and medium sized companies which are defined as those companies which up to 40 employees and a maximum annual turnover of such an amount set out by a special monitory commission (Comisión Especial de Seguimiento) for each activity or sector (art. 83 SMEL).
    In those companies, the employer is only required to give a one-month advance notice of one month to the employee, regardless of the length of service (art. 95 SMEL).
    • duración de servicio ≥ 6 meses
      • 1 mes(es) .
    • duración de servicio ≥ 9 meses
      • 1 mes(es) .
    • duración de servicio ≥ 2 años
      • 1 mes(es) .
    • duración de servicio ≥ 4 años
      • 1 mes(es) .
    • duración de servicio ≥ 5 años
      • 2 mes(es) .
    • duración de servicio ≥ 10 años
      • 2 mes(es) .
    • duración de servicio ≥ 20 años
      • 2 mes(es) .

    Indemnización sustitutiva de preaviso : Sí

    Remarks:
    • Art. 232 LCL.

    Notificación a la administración: No

    Notificación a los representantes de los trabajadores : No

    Aprobación de la administración publica o de organismos judiciales : No

    Acuerdo de los representantes de los trabajadores: No

    Notas / Comentarios
    The notice period requirements do not apply to dismissals for "just cause".
    The only procedural requirement for dismissal for "just cause" is the submission of written notice of the fact of dismissal with a clear indication of the grounds invoked for the termination of the contract. There is no legally prescribed time limit for the submission of this notice.

    Requisitos formales / procedimientos de despido colectivos por razones económicas - 2011    

    + show references

    Definición de despido colectivo (número de empleados afectados):
    Dismissal on the grounds of force majeure, economic or technological reasons concerning:
    - more than 15% of workers in undertakings employing less than 400 workers;
    - more than 10% of workers in undertakings employing between 400 and 1000 workers;
    - more than 5% of workers in undertakings employing more than 1000 workers.

    Remarks:
    • Art. 98 NEL: threshold for the application of the crisis prevention procedure.

    Consultación previa con los sindicatos (representantes de los trabajadores) : Sí

    Remarks:
    • Art. 99, 100, 101 NEL.

    Notificación a la administración: Sí

    Remarks:
    • Art. 99, 100 NEL.

    Notificación a los representantes de los trabajadores : Sí

    Remarks:
    • Art. 99, 100, 101 NEL.

    Aprobación de la administración publica o de organismos judiciales : No

    Remarks:
    • Art. 103 NEL: If the parties reach an agreement, they will notify the Ministry of Labour, who shall in turn within 10 days, either register the agreement or reject it by means of a substantiated decision.
      In case there is no agreement between the parties or the administration does not register the agreement, the proceedings are over and the dismissal can take place.

    Acuerdo de los representantes de los trabajadores: No

    Remarks:
    • Art. 105 NEL: If no agreement is reached, or if the agreement is not officially registered, the dismissal can take place.

    Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): Sí

    Remarks:
    • Art 247 LCL: Where a dismissal is ordered for reasons of force majeure or on account of a shortage or reduction of work that is duly proved to be beyond the employer's control, the first workers to be dismissed will be those with the shortest length of service.

    Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No

    Reglas de prioridad para la re-contratación: No

    Indemnización por despido e indemnización especifica por despidos económicos - 2011    

    + show references

    Indemnización por despido por razones económicas:
    Remarks:
    • Art. 247 LCL: Where a dismissal is ordered on account of a reduction of work that is duly proved to be beyond the employer's control or for force majeure, the worker is entitled to receive compensation equal to half that provided for in cases of dismissal without good cause (= 1/2 compensation for unfair dismissal).
    • duración de servicio ≥ 6 meses: 0.5 mes(es)
    • duración de servicio ≥ 9 meses: 0.5 mes(es)
    • duración de servicio ≥ 1 año: 0.5 mes(es)
    • duración de servicio ≥ 2 años: 1 mes(es)
    • duración de servicio ≥ 4 años: 2 mes(es)
    • duración de servicio ≥ 5 años: 2.5 mes(es)
    • duración de servicio ≥ 10 años: 5 mes(es)
    • duración de servicio ≥ 20 años: 10 mes(es)

    Notas / Comentarios
    1) dismissal with cause (reference to valid grounds): no severance pay
    2) dismissal for economic reasons: redundancy payment
    3) dismissal without cause: compensation for unfair dismissal (art. 245 LCL)


    Vías de recurso y procedimientos contenciosos en casos de litigios individuales - 2011    

    + show references

    Compensación por despido injustificado - libre determinación de la Corte: No

    Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo) :
    An employer who orders a worker's dismissal without good cause must pay the worker compensation equal to: one month's wages for every year of service and every fraction of a year greater than three months, taking as a basis for the calculation the highest monthly remuneration normally and regularly received during the last year or during the period for which the services were performed, whichever is less.

    Remarks:
    • Art. 245 LCL

    Posibilidad de readmisión: No

    Conciliación previa obligatoria: Sí

    Remarks:
    • Madatory conciliation is foreseen in Art. 1 of Act 24.635 (Ley Nº 24.635 - Procedimiento laboral. Conciliación obligatoria previa. Modificación de la ley 18.345)

      Act available at:
      http://www.trabajo.gov.ar/infogeneral/legislacion.asp

    Corte o Tribunal competente : tribunal del trabajo

    Remarks:
    • Art. 20, Organization and Procedures of National labour Justice, Act No. 18.345.

    Arbitraje: Sí

    Remarks:
    • Voluntary arbitration is foreseen in Art. 28 of Act 24.635 (Ley Nº 24.635 - Procedimiento laboral. Conciliación obligatoria previa. Modificación de la ley 18.345)

      Act available at:
      http://www.trabajo.gov.ar/infogeneral/legislacion.asp

    Información adicional - 2011    

    + show references

    Enlances

    Profile of National Legislation covering Termination of Employment (no longer updated) »

    Use of International Law by Domestic Courts - Compendium »
    Under 'Compendium of Court Decisions' in left-hand side bar, click on 'Decisions by Subject'. Then under 'Contract of employment: working conditions and termination', click on 'Dismissal'. See case No. 8.

    Ministry of Labour - Legislation (only in Spanish) »
     


    © 1996-2013 Organización Internacional del Trabajo (OIT) | Derechos de autor y autorizaciones | Política de Privacidad | Descargo de responsabilidad